Construction surveyor job description, Construction surveyor goals & objectives, Construction surveyor KPIs & KRAs, Construction surveyor self appraisal
This document provides information on performance appraisal methods for transport drivers. It discusses 12 different methods: 1) Management by Objectives, 2) Critical Incident Method, 3) Behaviorally Anchored Rating Scales, 4) Behavioral Observation Scales, 5) 360 Degree Performance Appraisal, 6) Checklist and Weighted Checklist Method, and others. For each method, it provides a definition and overview, as well as advantages and disadvantages. The goal is to help select the most appropriate performance evaluation approach for transport drivers.
This document provides information and resources for performance evaluations of civil engineers, including:
1. A 4-page sample civil engineer performance evaluation form with rating scales for various performance factors.
2. Links to free eBooks and resources on performance appraisal phrases, forms, methods, key performance indicators, and tips for self-appraisals.
3. Descriptions of the top 12 methods for civil engineer performance appraisal, including management by objectives, critical incident, behaviorally anchored rating scales, behavioral observation scales, and 360 degree feedback. Checklist and weighted checklist methods are also discussed.
Heavy truck driver performance appraisalkenyaphatom
This document contains materials for evaluating the job performance of a heavy truck driver, including:
1) A multi-page performance evaluation form that rates drivers on various criteria like administration, communication, safety, and includes sections for strengths, areas for improvement, and signatures.
2) Examples of performance review phrases for evaluating a driver's attitude, creativity, and decision-making.
3) Links to additional online resources for performance appraisals, including forms, methods, key performance indicators (KPIs), and tips for self-appraisals.
This document provides information on performance appraisal methods for transport drivers. It discusses 12 different methods: 1) Management by Objectives, 2) Critical Incident Method, 3) Behaviorally Anchored Rating Scales, 4) Behavioral Observation Scales, 5) 360 Degree Performance Appraisal, 6) Checklist and Weighted Checklist Method, and others. For each method, it provides a definition and overview, as well as advantages and disadvantages. The goal is to help select the most appropriate performance evaluation approach for transport drivers.
This document provides information and resources for performance evaluations of civil engineers, including:
1. A 4-page sample civil engineer performance evaluation form with rating scales for various performance factors.
2. Links to free eBooks and resources on performance appraisal phrases, forms, methods, key performance indicators, and tips for self-appraisals.
3. Descriptions of the top 12 methods for civil engineer performance appraisal, including management by objectives, critical incident, behaviorally anchored rating scales, behavioral observation scales, and 360 degree feedback. Checklist and weighted checklist methods are also discussed.
Heavy truck driver performance appraisalkenyaphatom
This document contains materials for evaluating the job performance of a heavy truck driver, including:
1) A multi-page performance evaluation form that rates drivers on various criteria like administration, communication, safety, and includes sections for strengths, areas for improvement, and signatures.
2) Examples of performance review phrases for evaluating a driver's attitude, creativity, and decision-making.
3) Links to additional online resources for performance appraisals, including forms, methods, key performance indicators (KPIs), and tips for self-appraisals.
Construction site engineer job description,Construction site engineer goals & objectives,Construction site engineer KPIs & KRAs,Construction site engineer self appraisal
This document contains materials for evaluating the performance of a junior engineer, including:
1) A four-page job performance evaluation form for rating a junior engineer's performance, strengths/accomplishments, areas for improvement, and signatures.
2) Links to online resources for performance appraisals, including sample forms, phrases, and tips.
3) Two additional pages providing example positive and negative performance review phrases for evaluating a junior engineer's attitude, creativity, decision-making, and other skills.
This document provides information and resources for evaluating the performance of a factory manager. It includes a 4-page job performance evaluation form with rating scales for evaluating various performance factors such as administration, communication, decision-making, and safety. It also gives examples of performance review phrases for evaluating a factory manager's attitude, creativity, interpersonal skills, and other qualities. Finally, it outlines the top 12 methods that can be used in a factory manager's performance appraisal, such as management by objectives, critical incident method, behaviorally anchored rating scales, and 360-degree feedback. The goal is to help managers formally assess and provide feedback on a factory manager's work.
This document contains information about performance evaluation forms and methods for mechanical engineers. It includes a 4-page sample performance evaluation form with sections for reviewing performance factors, employee strengths and accomplishments, performance areas needing improvement, and signatures. It also lists phrases that can be used in performance reviews and describes the top 12 methods for performance appraisal, such as management by objectives, critical incident method, and 360-degree feedback. The document provides templates and guidance for conducting formal performance reviews for mechanical engineers.
This document summarizes an employee's performance review. It rates the employee in several criteria like quality of work, communication skills, safety practices, and attendance on a scale of outstanding, exceeds expectations, meets expectations, needs improvement, and unsatisfactory. Based on the ratings in each criteria and comments from the employee and supervisor, an overall performance rating is given. Areas for improvement are identified and goals are set to enhance the employee's performance over the coming review period.
This document contains materials for evaluating the performance of a warehouse delivery driver, including:
1. A job performance evaluation form with sections to rate the employee on various performance factors and include comments on strengths, areas for improvement, and goals.
2. Examples of performance review phrases to assess attitudes, creativity/innovation, and decision making.
3. The last page provides additional phrases for evaluating decision making skills both positively and areas needing improvement. The document provides a comprehensive template and guidance for conducting a warehouse delivery driver's performance review.
This document provides information and resources for conducting a vehicle mechanic's performance appraisal, including:
1. A sample vehicle mechanic performance evaluation form with sections for reviewing performance factors, strengths/accomplishments, areas for improvement, and signatures.
2. Examples of performance review phrases for evaluating a mechanic's attitude, creativity, decision-making, interpersonal skills, and problem-solving abilities.
3. An overview of the top 12 methods for conducting a mechanic's performance appraisal, such as management by objectives, critical incident method, behaviorally anchored rating scales, and 360 degree feedback.
This document provides information and resources for evaluating the performance of a dispatch operator. It includes a sample job performance evaluation form with sections for reviewing performance factors, employee strengths and accomplishments, areas for improvement, and a performance review plan. It also gives examples of performance review phrases for evaluating different aspects of an employee's work like attitude, decision-making, teamwork, and problem-solving. Finally, it outlines the top 12 methods that can be used for performance appraisal, such as management by objectives, critical incident method, and 360 degree feedback.
This document contains materials for evaluating an engineer's job performance, including:
1. A 4-page performance evaluation form for rating an engineer on factors like administration, knowledge, communication, and more. Performance is rated on a scale from "outstanding" to "unsatisfactory".
2. A list of 6 effective performance appraisal methods for engineers, such as management by objectives, critical incident method, and 360 degree feedback.
3. Sample phrases for writing performance reviews on various skills and traits, both positive and negative, for things like attitude, creativity, decision-making, and teamwork.
The document provides a comprehensive template and guidance for conducting a thorough job performance review for an engineer.
This document provides a job performance evaluation form for a property management assistant. It includes sections for evaluating performance factors, strengths and accomplishments, areas for improvement, and a plan for improved performance. Performance is rated on a scale from "Outstanding" to "Unsatisfactory". The form also includes examples of performance review phrases to assess different aspects of job performance such as attitude, creativity, decision-making, and more. Instructions are provided on how to complete the evaluation and have the employee sign off on it.
This document provides a job performance evaluation form for evaluating the performance of a store officer. It includes:
1. Links to online resources for performance appraisal materials like phrases, forms, and methods.
2. A 4-page form for evaluating a store officer's performance based on factors like administration, communication, decision-making, customer service, and safety. Space is provided for commenting on strengths, areas for improvement, and a performance plan.
3. A section with sample positive and negative performance review phrases for evaluating a store officer's attitude, creativity, and decision-making.
The evaluation form and sample phrases are intended to provide a structured way to assess a store officer's job performance and identify
This document contains information about performance evaluation forms and methods for evaluating a dispatch coordinator's job performance. It includes a sample performance evaluation form with rating scales for evaluating an employee on various performance factors. It also lists the top 12 methods for performance appraisal, such as management by objectives, critical incident method, behaviorally anchored rating scales, and 360-degree feedback. Sample phrases for performance reviews on topics like attitude, decision-making, problem-solving, and teamwork are also provided.
The document discusses key performance indicators (KPIs) for quality surveyors. It provides steps to create KPIs for quality surveyors, including defining objectives, identifying key result areas and tasks, and determining how to measure results. The document also discusses types of KPIs and common mistakes to avoid when developing KPIs, such as creating too many or ones that do not change based on goals. It recommends a website for additional KPI materials and samples.
This document provides guidelines for effective performance evaluation techniques, including preparation, conducting meetings, and follow up. Key points include:
- Supervisors should prepare by thinking about the objectives of the discussion, having specific feedback ready, and considering the employee's personality.
- During meetings, supervisors should create a relaxed atmosphere, provide constructive feedback with examples, and have a two-way discussion where the employee can provide input.
- Follow up is important, such as setting goals for improvement, providing supervisor support, and scheduling a follow up meeting.
Construction site engineer job description,Construction site engineer goals & objectives,Construction site engineer KPIs & KRAs,Construction site engineer self appraisal
This document contains materials for evaluating the performance of a junior engineer, including:
1) A four-page job performance evaluation form for rating a junior engineer's performance, strengths/accomplishments, areas for improvement, and signatures.
2) Links to online resources for performance appraisals, including sample forms, phrases, and tips.
3) Two additional pages providing example positive and negative performance review phrases for evaluating a junior engineer's attitude, creativity, decision-making, and other skills.
This document provides information and resources for evaluating the performance of a factory manager. It includes a 4-page job performance evaluation form with rating scales for evaluating various performance factors such as administration, communication, decision-making, and safety. It also gives examples of performance review phrases for evaluating a factory manager's attitude, creativity, interpersonal skills, and other qualities. Finally, it outlines the top 12 methods that can be used in a factory manager's performance appraisal, such as management by objectives, critical incident method, behaviorally anchored rating scales, and 360-degree feedback. The goal is to help managers formally assess and provide feedback on a factory manager's work.
This document contains information about performance evaluation forms and methods for mechanical engineers. It includes a 4-page sample performance evaluation form with sections for reviewing performance factors, employee strengths and accomplishments, performance areas needing improvement, and signatures. It also lists phrases that can be used in performance reviews and describes the top 12 methods for performance appraisal, such as management by objectives, critical incident method, and 360-degree feedback. The document provides templates and guidance for conducting formal performance reviews for mechanical engineers.
This document summarizes an employee's performance review. It rates the employee in several criteria like quality of work, communication skills, safety practices, and attendance on a scale of outstanding, exceeds expectations, meets expectations, needs improvement, and unsatisfactory. Based on the ratings in each criteria and comments from the employee and supervisor, an overall performance rating is given. Areas for improvement are identified and goals are set to enhance the employee's performance over the coming review period.
This document contains materials for evaluating the performance of a warehouse delivery driver, including:
1. A job performance evaluation form with sections to rate the employee on various performance factors and include comments on strengths, areas for improvement, and goals.
2. Examples of performance review phrases to assess attitudes, creativity/innovation, and decision making.
3. The last page provides additional phrases for evaluating decision making skills both positively and areas needing improvement. The document provides a comprehensive template and guidance for conducting a warehouse delivery driver's performance review.
This document provides information and resources for conducting a vehicle mechanic's performance appraisal, including:
1. A sample vehicle mechanic performance evaluation form with sections for reviewing performance factors, strengths/accomplishments, areas for improvement, and signatures.
2. Examples of performance review phrases for evaluating a mechanic's attitude, creativity, decision-making, interpersonal skills, and problem-solving abilities.
3. An overview of the top 12 methods for conducting a mechanic's performance appraisal, such as management by objectives, critical incident method, behaviorally anchored rating scales, and 360 degree feedback.
This document provides information and resources for evaluating the performance of a dispatch operator. It includes a sample job performance evaluation form with sections for reviewing performance factors, employee strengths and accomplishments, areas for improvement, and a performance review plan. It also gives examples of performance review phrases for evaluating different aspects of an employee's work like attitude, decision-making, teamwork, and problem-solving. Finally, it outlines the top 12 methods that can be used for performance appraisal, such as management by objectives, critical incident method, and 360 degree feedback.
This document contains materials for evaluating an engineer's job performance, including:
1. A 4-page performance evaluation form for rating an engineer on factors like administration, knowledge, communication, and more. Performance is rated on a scale from "outstanding" to "unsatisfactory".
2. A list of 6 effective performance appraisal methods for engineers, such as management by objectives, critical incident method, and 360 degree feedback.
3. Sample phrases for writing performance reviews on various skills and traits, both positive and negative, for things like attitude, creativity, decision-making, and teamwork.
The document provides a comprehensive template and guidance for conducting a thorough job performance review for an engineer.
This document provides a job performance evaluation form for a property management assistant. It includes sections for evaluating performance factors, strengths and accomplishments, areas for improvement, and a plan for improved performance. Performance is rated on a scale from "Outstanding" to "Unsatisfactory". The form also includes examples of performance review phrases to assess different aspects of job performance such as attitude, creativity, decision-making, and more. Instructions are provided on how to complete the evaluation and have the employee sign off on it.
This document provides a job performance evaluation form for evaluating the performance of a store officer. It includes:
1. Links to online resources for performance appraisal materials like phrases, forms, and methods.
2. A 4-page form for evaluating a store officer's performance based on factors like administration, communication, decision-making, customer service, and safety. Space is provided for commenting on strengths, areas for improvement, and a performance plan.
3. A section with sample positive and negative performance review phrases for evaluating a store officer's attitude, creativity, and decision-making.
The evaluation form and sample phrases are intended to provide a structured way to assess a store officer's job performance and identify
This document contains information about performance evaluation forms and methods for evaluating a dispatch coordinator's job performance. It includes a sample performance evaluation form with rating scales for evaluating an employee on various performance factors. It also lists the top 12 methods for performance appraisal, such as management by objectives, critical incident method, behaviorally anchored rating scales, and 360-degree feedback. Sample phrases for performance reviews on topics like attitude, decision-making, problem-solving, and teamwork are also provided.
The document discusses key performance indicators (KPIs) for quality surveyors. It provides steps to create KPIs for quality surveyors, including defining objectives, identifying key result areas and tasks, and determining how to measure results. The document also discusses types of KPIs and common mistakes to avoid when developing KPIs, such as creating too many or ones that do not change based on goals. It recommends a website for additional KPI materials and samples.
This document provides guidelines for effective performance evaluation techniques, including preparation, conducting meetings, and follow up. Key points include:
- Supervisors should prepare by thinking about the objectives of the discussion, having specific feedback ready, and considering the employee's personality.
- During meetings, supervisors should create a relaxed atmosphere, provide constructive feedback with examples, and have a two-way discussion where the employee can provide input.
- Follow up is important, such as setting goals for improvement, providing supervisor support, and scheduling a follow up meeting.
This document discusses key performance indicators (KPIs) for construction site supervisors. It provides information on developing KPIs for construction site supervisors, including defining objectives, key result areas, tasks, and methods for measuring results. The document also discusses common mistakes in creating KPIs, such as having too many KPIs not linked to key result areas, and changing KPIs to suit different stages. Additionally, it outlines different types of KPIs like process, input, output, leading, and lagging KPIs.
appraisal of the perception of quantity surveying professionIJAEMSJORNAL
Quantity Surveyors are an asset to both the building clients and other professionals within and outside the construction industry. This is because quantity surveyors are in charge of financial matters and provide cost management expertise in the industry. Not fully knowing their roles as quantity surveyors have hindered their engagement by the public, especially non-construction professional. This research work was carried out with the Aim of appraising the perception of Quantity Surveying Profession by Non-allied construction professionals in Nigeria, with a view to determining the level of awareness on the existence and roles of the quantity surveyors in Nigeria. The study employed questionnaire survey. Mean item score and percentage were used to analyze the data collected. It was discovered that 94.6% of the respondents have heard about the Profession and majority of them are aware of the profession for over 5 years. The study concluded that the awareness level of quantity profession among the non-construction professionals is high although, they are not well patronized by the public due to the cost of hiring the professionals. Also, there were low level of awareness in few of quantity surveyors’ duties and roles. It is recommended that there is the need for the Professionals to work hard to improve their image so as to attract patronage.
In this file, you can ref resume materials for gis manager such as gis manager resume samples, gis manager resume writing tips, gis manager cover letters, gis manager interview questions with answers…
This document provides information and resources for evaluating the job performance of a GIS manager, including:
1. Links to free ebooks and forms for performance appraisals.
2. A sample job performance evaluation form for a GIS manager with sections for reviewing performance factors, employee strengths/accomplishments, areas for improvement, and signatures.
3. Examples of performance review phrases for evaluating a GIS manager's attitude, creativity, decision-making, interpersonal skills, problem-solving, and teamwork.
4. An overview of the top 12 methods for GIS manager performance appraisal, including management by objectives, critical incident, behaviorally anchored rating scales, and 360-degree feedback
(1) The document is an employee performance appraisal form evaluating an employee's performance over a review period.
(2) It contains sections for the employee to describe their responsibilities, accomplishments, and goals, and for the manager to rate the employee on various performance criteria on a scale of 1-10.
(3) The manager also provides comments on the employee's performance and an overall performance rating, and makes recommendations for training, promotion, etc.
This document discusses key performance indicators (KPIs) for construction inspectors. It provides information on developing KPIs for construction inspectors, including defining objectives, identifying key result areas and tasks, and determining methods to measure results. The document cautions that KPIs should be clearly linked to strategy and focus on the most important questions. Examples of different types of KPIs are also given, such as process, input, output, leading, lagging, qualitative, and quantitative KPIs.
The document discusses key performance indicators (KPIs) for a transportation manager position. It provides examples of KPIs, steps for creating KPIs, common mistakes to avoid, and how to design effective KPIs. The document recommends visiting kpi123.com for additional KPI samples, performance appraisal forms, review methods and phrases to use when evaluating a transportation manager's performance.
This document discusses key performance indicators (KPIs) for construction site managers. It provides steps to create KPIs, including defining objectives, identifying key result areas and tasks, and determining how to measure results. It also lists types of KPIs such as process, input, output, leading, and lagging KPIs. Mistakes to avoid in developing KPIs are only creating a few KPIs focused on the most important areas and ensuring KPIs change as goals evolve. KPIs should be clearly linked to strategy and answer important questions to empower employees.
1. The objective of quantity surveying is to accurately assess material quantities in construction projects. This includes calculating areas, volumes, and quantities of items like earthwork, drainage, concrete structures, and more.
2. The scope of quantity surveying involves creating estimates and cost advice, procuring contracts, administering contracts, and preparing final accounts. This includes providing financial design guidance, compiling documentation, managing procurement, examining tenders, and measuring final quantities.
3. Quantity surveyors also perform supplementary services like financial viability studies and economic appraisals during the pre-design phase of projects.
This document provides information and resources for evaluating the job performance of an electrical engineer, including:
1. Sample evaluation forms for rating an electrical engineer's performance, with factors like skills, teamwork, decision-making, and a overall performance rating.
2. Links to free eBooks and resources on performance appraisal phrases, forms, key performance indicators, and tips for writing self-appraisals.
3. Details of common performance appraisal methods that can be used to evaluate an electrical engineer, such as management by objectives, critical incidents, behaviorally anchored rating scales, and 360-degree/multi-rater feedback.
Construction surveyor experience letterhoussemscoop
This document provides resources for construction surveyors seeking employment, including experience letter samples, resume templates, and interview guides. It directs the user to a website with materials like top experience letter samples, resume samples, cover letter samples, job interview questions and answers, and tips for searching for jobs and acing interviews. The website aims to help construction surveyors prepare relevant work experience documentation and handle the hiring process successfully.
This document contains information about performance evaluation methods for security officers, including examples of performance review phrases and key performance indicators. It provides descriptions of 12 common performance appraisal methods: management by objectives, critical incident method, behaviorally anchored rating scales, behavioral observation scales, 360 degree appraisal, and weighted checklist method. For each method, it gives an overview and discusses advantages and disadvantages. The document also includes sections with positive and negative examples of performance review phrases for various skills and attributes.
The document provides examples of objectives and key results (OKRs) for different roles within an engineering organization. It includes OKRs for roles like VP of Engineering, Chief Architect, Software Engineer, Quality Assurance Engineer, and Data Scientist. The OKRs are structured using the "I will ______ as measured by ________" format and focus on goals that can be achieved within a specific timeframe, often by the end of a quarter or sprint, with measurable key results. The document is intended to provide guidance for teams in setting their own OKRs by giving examples of well-structured goals aligned to specific roles.
Top 10 project quantity surveyor interview questions and answersmitchellparker911
In this file, you can ref interview materials for project quantity surveyor such as types of interview questions, project quantity surveyor situational interview, project quantity surveyor behavioral interview…
Building estimator performance appraisalonkyometro
This document provides information and resources for evaluating the performance of a building estimator. It includes:
1. A sample job performance evaluation form for a building estimator with sections to rate performance factors, document strengths/accomplishments, areas for improvement, and signatures.
2. Examples of performance review phrases for evaluating a building estimator's attitude, creativity, decision-making, interpersonal skills, and problem-solving abilities.
3. An overview of the top 12 methods for performing a building estimator's performance appraisal, including Management by Objectives, Critical Incident Method, Behaviorally Anchored Rating Scales, and 360 Degree Feedback.
This document provides information and resources for performing a performance appraisal of a structural drafter. It includes a sample structural drafter performance appraisal form with sections for reviewing performance factors, strengths and accomplishments, areas for improvement, and a performance plan. It also gives examples of phrases to use in appraising different performance areas like attitude, creativity, decision making, and teamwork. Finally, it outlines the top 12 methods for conducting a structural drafter's performance appraisal, such as management by objectives, critical incident method, behaviorally anchored rating scales, and 360 degree feedback. The goal is to help managers formally evaluate and provide feedback on a structural drafter's job performance.
Architectural director performance appraisaljonescaitlin87
Architectural director job description,Architectural director goals & objectives,Architectural director KPIs & KRAs,Architectural director self appraisal
This document contains materials for evaluating the performance of a fabrication engineer, including:
1) A multi-page performance evaluation form with ratings scales to assess an engineer's skills, behaviors, and overall performance.
2) Examples of performance review phrases focused on attitude, creativity, innovation, and decision-making.
3) Links to additional online resources for performance appraisals, including sample forms, methods, tips for self-appraisals, and common key performance indicators (KPIs).
The evaluation form and review phrases are intended to provide structured guidance for assessing a fabrication engineer's job performance and developing improvement plans.
This document provides information and resources for conducting a performance appraisal for a senior civil engineer. It includes:
1. A sample performance appraisal form with sections for reviewing job performance based on key criteria, identifying strengths and areas for improvement, setting goals, and obtaining signatures.
2. Examples of performance review phrases focused on attributes like attitude, creativity, decision-making, interpersonal skills, and problem-solving.
3. An overview of the top 12 methods for conducting performance appraisals, such as management by objectives, critical incident method, behaviorally anchored rating scales, and 360-degree feedback.
Process architect performance appraisallopedhapper
This document provides information and resources for evaluating the performance of a process architect. It includes:
1. A job performance evaluation form with sections for reviewing performance factors, strengths/accomplishments, areas for improvement, signature approval, and a job description review.
2. Examples of performance review phrases for evaluating a process architect's attitude, creativity, decision-making, interpersonal skills, and problem-solving abilities.
3. An overview of the top 12 methods for conducting a process architect's performance appraisal, including Management by Objectives, Critical Incident Method, Behaviorally Anchored Rating Scales, and 360 Degree Feedback.
This document provides information and materials for evaluating the performance of a senior structural engineer, including:
1. A sample performance evaluation form with rating scales for evaluating an engineer on factors like administration, knowledge, communication, and more.
2. Examples of performance review phrases for evaluating an engineer's attitude, creativity, decision-making, interpersonal skills, and problem-solving.
3. An overview of the top 12 methods for performance appraisal, such as management by objectives, critical incident method, behaviorally anchored rating scales, and 360 degree feedback.
It field engineer performance appraisallopedhapper
This document contains materials for evaluating the performance of an IT field engineer, including:
1. A sample performance evaluation form with ratings categories and evaluation criteria covering areas like administration, communication, teamwork, and customer service.
2. Examples of performance review phrases focused on attributes like attitude, creativity, and decision-making that could be used in a performance review.
3. The document provides guidance on completing a performance review, setting performance goals, and developing improvement plans for an IT field engineer.
Similar to Construction surveyor performance appraisal (20)
This document provides information and materials for evaluating the performance of tier 2 technical support employees, including:
1. A sample job performance evaluation form for tier 2 support with ratings in various performance areas like skills, customer service, and dependability.
2. Examples of performance review phrases that could be used in evaluating tier 2 support employees in areas such as attitude, problem-solving, and teamwork.
3. An overview of the top 12 methods for conducting performance appraisals for tier 2 support, including management by objectives, critical incident reviews, and 360-degree feedback.
Sales and marketing support performance appraisalhayileyeliot
Sales and marketing support job description, Sales and marketing support goals & objectives, Sales and marketing support KPIs & KRAs, Sales and marketing support self appraisal
Production support manager performance appraisalhayileyeliot
Production support manager job description, Production support manager goals & objectives, Production support manager KPIs & KRAs, Production support manager self appraisal
Network support analyst performance appraisalhayileyeliot
This document provides information and materials for evaluating the performance of a network support analyst. It includes:
1. A sample performance evaluation form with rating scales to assess an analyst's skills, behaviors, and overall performance.
2. Examples of performance review phrases to document an analyst's strengths, weaknesses, and opportunities for growth.
3. An overview of 12 common performance appraisal methods for analyzing an analyst's work, including management by objectives, critical incidents, behaviorally anchored rating scales, and 360 degree feedback.
Business development support performance appraisalhayileyeliot
Business development support job description, Business development support goals & objectives, Business development support KPIs & KRAs, Business development support self appraisal
A Free 200-Page eBook ~ Brain and Mind Exercise.pptxOH TEIK BIN
(A Free eBook comprising 3 Sets of Presentation of a selection of Puzzles, Brain Teasers and Thinking Problems to exercise both the mind and the Right and Left Brain. To help keep the mind and brain fit and healthy. Good for both the young and old alike.
Answers are given for all the puzzles and problems.)
With Metta,
Bro. Oh Teik Bin 🙏🤓🤔🥰
How to Setup Default Value for a Field in Odoo 17Celine George
In Odoo, we can set a default value for a field during the creation of a record for a model. We have many methods in odoo for setting a default value to the field.
CapTechTalks Webinar Slides June 2024 Donovan Wright.pptxCapitolTechU
Slides from a Capitol Technology University webinar held June 20, 2024. The webinar featured Dr. Donovan Wright, presenting on the Department of Defense Digital Transformation.
How to Manage Reception Report in Odoo 17Celine George
A business may deal with both sales and purchases occasionally. They buy things from vendors and then sell them to their customers. Such dealings can be confusing at times. Because multiple clients may inquire about the same product at the same time, after purchasing those products, customers must be assigned to them. Odoo has a tool called Reception Report that can be used to complete this assignment. By enabling this, a reception report comes automatically after confirming a receipt, from which we can assign products to orders.
Andreas Schleicher presents PISA 2022 Volume III - Creative Thinking - 18 Jun...EduSkills OECD
Andreas Schleicher, Director of Education and Skills at the OECD presents at the launch of PISA 2022 Volume III - Creative Minds, Creative Schools on 18 June 2024.
2. Useful performance appraisal materials for construction surveyor:
• performanceappraisal360.com/free-ebook-2456-phrases-for-performance-
appraisals
• performanceappraisal360.com/free-65-performance-appraisal-forms
• performanceappraisal360.com/free-ebook-top-12-methods-for-performance-
appraisal
• performanceappraisal360.com/free-ebook-top-15-secrets-to-set-up-
performance-management-system
• performanceappraisal360.com/free-ebook-2436-KPI-samples/
• performanceappraisal360.com/free-ebook-top -9-tips-to-writing-a-winning-
self-appraisal
• Construction surveyor job description
• Construction surveyor goals & objectives
• Construction surveyor KPIs & KRAs
• Construction surveyor self appraisal
Job Performance Evaluation Form
Page 2
3. I. Construction surveyor performance form
Name:
Evaluation Period:
Title: Date:
PERFORMANCE PLANNING AND RESULTS
Performance Review
• Use a current job description (job descriptions are available on the HR web page).
• Rate the person's level of performance, using the definitions below.
• Review with employee each performance factor used to evaluate his/her work performance.
• Give an overall rating in the space provided, using the definitions below as a guide.
Performance Rating Definitions
The following ratings must be used to ensure commonality of language and consistency on
overall ratings: (There should be supporting comments to justify ratings of “Outstanding” “Below Expectations,
and “Unsatisfactory”)
Outstanding Performance is consistently superior
Exceeds Expectations Performance is routinely above job requirements
Meets Expectations Performance is regularly competent and dependable
Below Expectations Performance fails to meet job requirements on a frequent basis
Unsatisfactory Performance is consistently unacceptable
A. PERFORMANCE FACTORS (use job description as basis of this evaluation).
Outstanding
Job Performance Evaluation Form
Page 3
4. Administration - Measures effectiveness in planning,
organizing and efficiently handling activities and eliminating
unnecessary activities
Exceeds Expectations
Meets Expectations
Below Expectations
Unsatisfactory
NA
Knowledge of Work - Consider employee's skill level,
knowledge and understanding of all phases of the job and
those requiring improved skills and/or experience.
Outstanding
Exceeds Expectations
Meets Expectations
Below Expectations
Unsatisfactory
NA
Communication - Measures effectiveness in listening to
others, expressing ideas, both orally and in writing and
providing relevant and timely information to management,
co-workers, subordinates and customers.
Outstanding
Exceeds Expectations
Meets Expectations
Below Expectations
Unsatisfactory
NA
Teamwork - Measures how well this individual gets along
with fellow employees, respects the rights of other
employees and shows a cooperative spirit.
Outstanding
Exceeds Expectations
Meets Expectations
Below Expectations
Unsatisfactory
NA
Decision Making/Problem Solving - Measures
effectiveness in understanding problems and making timely,
practical decisions.
Outstanding
Exceeds Expectations
Meets Expectations
Below Expectations
Unsatisfactory
NA
Expense Management - Measures effectiveness in
establishing appropriate reporting and control procedures;
operating efficiently at lowest cost; staying within
established budgets.
Outstanding
Exceeds Expectations
Meets Expectations
Below Expectations
Unsatisfactory
NA
Human Resource Management - Measures effectiveness in
selecting qualified people; evaluating subordinates'
performance; strengths and development needs; providing
constructive feedback, and taking appropriate and timely
action with marginal or unsatisfactory performers. Also
considers efforts to further the university goal of equal
employment opportunity.
Outstanding
Exceeds Expectations
Meets Expectations
Below Expectations
Unsatisfactory
NA
Independent Action - Measures effectiveness in time
management; initiative and independent action within
prescribed limits.
Outstanding
Exceeds Expectations
Meets Expectations
Below Expectations
Unsatisfactory
NA
Outstanding
Job Performance Evaluation Form
Page 4
5. Job Knowledge - Measures effectiveness in keeping
knowledgeable of methods, techniques and skills required
in own job and related functions; remaining current on new
developments affecting SPSU and its work activities.
Exceeds Expectations
Meets Expectations
Below Expectations
Unsatisfactory
NA
Leadership - Measures effectiveness in accomplishing
work assignments through subordinates; establishing
challenging goals; delegating and coordinating effectively;
promoting innovation and team effort.
Outstanding
Exceeds Expectations
Meets Expectations
Below Expectations
Unsatisfactory
NA
Managing Change and Improvement - Measures
effectiveness in initiating changes, adapting to necessary
changes from old methods when they are no longer
practical, identifying new methods and generating
improvement in facility's performance.
Outstanding
Exceeds Expectations
Meets Expectations
Below Expectations
Unsatisfactory
NA
Customer Responsiveness - Measures responsiveness and
courtesy in dealing with internal staff, external customers
and vendors; employee projects a courteous manner.
Outstanding
Exceeds Expectations
Meets Expectations
Below Expectations
Unsatisfactory
NA
Personal Appearance - Measures neatness and personal
hygiene appropriate to position.
Outstanding
Exceeds Expectations
Meets Expectations
Below Expectations
Unsatisfactory
NA
Dependability - Measures how well employee complies
with instructions and performs under unusual
circumstances; consider record of attendance and
punctuality.
Outstanding
Exceeds Expectations
Meets Expectations
Below Expectations
Unsatisfactory
NA
Safety - Measures individual's work habits and attitudes as
they apply to working safely. Consider their contribution to
accident prevention, safety awareness, ability to care for
SPSU property and keep workspace safe and tidy.
Outstanding
Exceeds Expectations
Meets Expectations
Below Expectations
Unsatisfactory
NA
Employee's Responsiveness - Measures responsiveness in
completing job tasks in a timely manner.
Outstanding
Exceeds Expectations
Meets Expectations
Below Expectations
Unsatisfactory
NA
Job Performance Evaluation Form
Page 5
6. B. EMPLOYEE STRENGTHS AND ACCOMPLISHMENTS: Include those which are relevant
during this evaluation period. This should be related to performance or behavioral
aspects you appreciated in their performance.
C. PERFORMANCE AREAS WHICH NEED IMPROVEMENT:
D. PLAN OF ACTION TOWARD IMPROVED PERFORMANCE:
Job Performance Evaluation Form
Page 6
7. E. EMPLOYEE COMMENTS:
F. JOB DESCRIPTION REVIEW SECTION: (Please check the appropriate box.)
Employee job description has been reviewed during this evaluation and no changes
have been made to the job description at this time.
Employee job description has been reviewed during this evaluation and modifications
have been proposed to the job description. The modified job description is attached to
this evaluation.
G. SIGNATURES:
Employee Date
(Signature does not necessarily denote agreement with official review and means only that the employee was
given the opportunity to discuss the official review with the supervisor.)
Evaluated by Date
Reviewed by Date
Job Performance Evaluation Form
Page 7
8. II. Construction surveyor performance phrases
1.Attitude Performance Review Examples – construction surveyor
Positive review
• Holly has one of those attitudes that is always positive. She frequently has a smile on her
face and you can tell she enjoys her job.
• Greg is a cheerful guy who always makes you feel delighted when you’re around him.
We are fortunate to have Greg on our team.
• Thom has an even demeanor through good times and bad. His constant cheer helps others
keep their “enthusiasm” – both positive and negative – in check.
Negative review
• Jim frequently gives off “an air” of superiority to his coworkers. He is not approachable
and is rough to work with.
• Bill has a dreadful outlook at times which has a tendency to bring down the entire team.
• For the most part, Lenny is a personable guy, but when he gets upset, his attitude turns
shocking. Lenny needs to balance his personality out and not react so much to negative
events.
2.Creativity and Innovation Performance Review Phrases for construction surveyor
Positive review
• Sally has a creative touch in a sometimes monotonous role within our team – the way she
adds inspiration to the day to day tasks she performs is admirable.
• When a major problem arises, we frequently turn to Jon for his creativity in solving
problems. The way he can look at an issue from different sides is a great resource to our
team.
Job Performance Evaluation Form
Page 8
9. • Whenever we need a fresh look at a problem, we know we can turn to Julia for a novel
perspective.
Negative review
• Paul’s team feels discouraged as he often “shoots down” creative ideas without any
explanation. Paul should be more willing to listen to ideas before he rejects them outright.
• Jean does not tap into the creative side of her team and consistently overlooks the
innovate employees reporting to her.
• Kevin has a difficult time thinking “outside of the box” and creating new and untested
solutions.
3.Performance review phrases for decision making – construction surveyor
Positive performance review phrases for decision making
A person with good decision-making skills should be a person:
• Be able to make sound fact-based judgments;
• Be able to work out multiple alternative solutions and determined the most suitable one;
• Be objective in considering a fact or situation;
• Be firm to not let the individual emotion and feeling affect on the made decision;
Negative performance review phrases for decision making
• Be hesitant in making decision and too much cautious in making the final decision which often
results in wrong decision;
• Apply complex and impractical approaches in solving problems;
• Fail to make a short-list of solutions recommended by direct units;
• Be paralyzed and confused when facing tight deadlines to make decisions;
4.Interpersonal Skills Performance Review Phrases – construction surveyor
Positive review
Job Performance Evaluation Form
Page 9
10. • Ben has a natural rapport with people and does very well at communicating with others.
• Sally has a knack for making people feel important when she speaks with them. This
translates into great opportunities for teamwork and connections to form.
• Jack makes people feel at home with him. His natural ability to work with people is a
great asset to our team.
Negative review
• Tim does not understand how crucial good working relationships with fellow team
members are.
• John has an excellent impression among the management team, yet his fellow team
members cannot stand working with him.
• Paula seems to shrink when she’s around others and does not cultivate good relations
with her co-workers.
5.Problem Solving Skills Employee Evaluation Examples – construction surveyor
Positive review
• Greg’s investigative skills has provided a key resource for a team focused on solving
glitches. His ability to quickly assess a problem and identify potential solutions is key to
his excellent performance.
• Frank examines a problem and quickly identifies potential solutions – and then makes a
recommendation as to what solution to pursue.
• Rachel understands the testing process and how to discover a solution to a particular
problem.
Negative review
• Joan is poor at communicating problem status before it becomes a crisis.
• Bill can offer up potential solutions to a problem, but struggles to identify the best
solution.
• Unraveling a problem to discuss the core issues is a skill Janet lacks.
• Peter resists further training in problem solving, believing he is proficient, yet lacking in
many areas.
• In his technical role, we turn to James often to solve problems. He seems slow and
indecisive when presented with a major issue.
Job Performance Evaluation Form
Page 10
11. 6.Teamwork Skills Performance Appraisal Phrases – construction surveyor
Positive review
• Harry manages his relationships with his coworkers, managers, and employees in a
professional manner.
• Tom contributes to the success of the team on a regular basis.
• Ben isn’t concerned about who gets the credit, just that the task gets accomplished.
• Mary is a team player and understands how to help others in times of need.
• Peter is the consummate team player.
Negative review
• Bill does not assist his teammates as required.
• Ryan holds on to too much and does not delegate to his team effectively.
• Bryan focuses on getting his own work accomplished, but does not take the time to help
those members of his team who are struggling to keep up.
• Peter was very good at teamwork when he was just a member of the team, now that he is
in a supervisory role, Peter has lost much of those teamwork skills.
• Lyle works with the team well when his own projects are coming due and he needs help,
but once those are accomplished, he does not frequently help others on their projects.
Job Performance Evaluation Form
Page 11
12. III.Top 12 methods for construction surveyor performance
appraisal:
1.Management by Objectives (MBO) Method
This is one of the best methods for the judgment of an employee's performance, where the
managers and employees set a particular objective for employees and evaluate their performance
periodically. After the goal is achieved, the employees are also rewarded according to the results.
This performance appraisal method of management by objectives depends on accomplishing the
goal rather than how it is accomplished.
-----------------------------
MBO Features
MBO emphasizes participatively set goals that are tangible, verifiable and measurable.
MBO focuses attention on what must be accomplished (goals) rather than how it is to be
accomplished (methods).
MBO, by concentrating on key result areas translates the abstract philosophy of
management into concrete phraseology. The technique can be put to general use (non-
specialist technique). Further it is “a dynamic system which seeks to integrate the company's
Job Performance Evaluation Form
Page 12
13. need to clarify and achieve its profit and growth targets with the manager's need to contribute
and develop himself”.
MBO is a systematic and rational technique that allows management to attain maximum
results from available resources by focusing on achievable goals. It allows the subordinate
plenty of room to make creative decisions on his own.
-----------------------------
2.Critical Incident Method
In this method, the manager writes down the positive and negative behavioral performance of the
employees. This is done throughout the performance period and the final report is submitted as
the assessment of the employees. This method helps employees in managing their performance
and improves the quality of their work.
-----------------------------
Disadvantages of critical Incident
This method suffers however from the following limitations:
• Critical incidents technique of evaluation is applied to evaluate the performance of superiors
rather than of peers of subordinates.
• Negative incidents may be more noticeable than positive incidents.
• It results in very close supervision which may not be liked by the employee.
• The recording of incidents may be a chore for the manager concerned, who may be too busy or
forget to do it.
• The supervisors have a tendency to unload a series of complaints about incidents during an
annual performance review session.
-----------------------------
3.Behaviorally Anchored Rating Scales (BARS)
The BARS method is used to describe a rating of the employee's performance which focuses on
the specific behavior as indicators of effective and ineffective performance. This method is
usually a combination of two other methods namely, the rating scale and critical incident
technique of employee evaluation.
-----------------------------
Rating scales for BARs
Each behavior can rate at one of 7 scales as follows (you can set scales depend on your
requirements)
• Extremely poor (1 points)
• Poor (2 points)
• Below average (3 points)
• Average (4 points)
• Above average (5 points)
• Good (6 points)
• Extremely good (7 points)
Job Performance Evaluation Form
Page 13
14. -----------------------------
4.Behavioral Observation Scales (BOS)
It is defined as the frequency rating of critical incidents which the employee has performed over
a specific duration in the organization. It was developed because methods like graphic rating
scales and behaviorally anchored rating scales (BARS) depend on vague judgments made by the
supervisors about employees.
-----------------------------
5.360 Degree Performance Appraisal Method
The definition of this performance evaluation method is that, it is a system or process wherein
the employees receive some performance feedback examples, which are anonymous and
confidential from co-workers. This process is conducted by managers and subordinates who,
through 360 degrees, measure certain factors about the employees. These are behavior and
competence, skills such as listening, planning and goal-setting, teamwork, character, and
leadership effectiveness.
-----------------------------
Advantages of 360 degree appraisal
• Offer a more comprehensive view towards the performance of employees.
• Improve credibility of performance appraisal.
• Such colleague’s feedback will help strengthen self-development.
• Increases responsibilities of employees to their customers.
• The mix of ideas can give a more accurate assessment.
• Opinions gathered from lots of staff are sure to be more persuasive.
• Not only manager should make assessments on its staff performance but other colleagues
should do, too.
• People who undervalue themselves are often motivated by feedback from others.
• If more staff takes part in the process of performance appraisal, the organizational culture of the
company will become more honest.
-----------------------------
6.Checklist and Weighted Checklist Method
The checklist method comprises a list of set objectives and statements about the employee's
behavior. For example, leadership skills, on-time delivery, innovation, etc. If the appraiser
believes that the employee possesses the trait mentioned in the checklist, he puts a tick in front of
it. If he thinks the employee doesn't have a particular trait he will leave it blank and mentions
about it in the improvement column. Weighted checklist is a variation of the checklist method
where a value is allotted to each question. The value of each question can differ based on its
importance. The total score from the checklist is taken into consideration for evaluating the
Job Performance Evaluation Form
Page 14
15. employee's performance. It poses a strong threat of bias on the appraiser's end. Though this
method is highly time-consuming and complex, it is widely used for performance evaluation.
-----------------------------
Advantages and disadvantages of weighted checklist
• This method help the manager in evaluation of the performance of the employee.
• The rater may be biased in distinguishing the positive and negative questions. He may assign
biased weights to the questions.
• This method also is expensive and time consuming.
• It becomes difficult for the manager to assemble, analyze and weigh a number of statements
about the employee’s characteristics, contributions and behaviors.
-----------------------------
7.Graphic Rating Scale Method
Graphic rating scale is one of the most frequently used performance evaluation methods. A
simple printed form enlists the traits of the employees required for completing the task
efficiently. They are then rated based on the degree to which an employee represents a particular
trait that affects the quantity and quality of work. A rating scale is adopted and implemented for
judging each trait of the employee. The merit of using this method is that it is easy to calculate
the rating. However, a major drawback of this method is that each characteristic is given equal
weight and the evaluation may be subjective.
-----------------------------
Advantages and Disadvantage of the rating scales
Advantages of the rating scales
• Graphic rating scales are less time consuming to develop.
• They also allow for quantitative comparison.
Disadvantages of the rating scales
• Different supervisors will use the same graphic scales in slightly different ways.
• One way to get around the ambiguity inherent in graphic rating scales is to use behavior based
scales, in which specific work related behaviors are assessed.
• More validity comparing workers ratings from a single supervisor than comparing two workers
who were rated by different supervisors.
-----------------------------
8.Comparative Evaluation Method
Two ways are used to make a comparative evaluation, namely, the simple ranking method and
the paired comparison method. In the simple or straight ranking method the employee is rated by
the evaluator on a scale of best to worst. However, the evaluator may be biased and may not
judge the overall performance effectively in the absence of fixed criteria. This kind of evaluation
may be more opinion-based than fact-based.
Job Performance Evaluation Form
Page 15
16. Under the paired comparison method, the overall performance of one individual is directly
compared with that of the other on the basis of a common criterion. This comparison is all
evasive and not job-specific. While some employees emerge as clear front runners, there are
others who seem to be lagging behind. This is not a popular evaluation system as employers do
not want to encourage discrimination. This is useful in companies which have a limited number
of promotions or funds.
-----------------------------
Steps to conduct paired comparison analysis
• List the options you will compare (elements as A, B, C, D, E for example).
• Create a table 6 rows and 7 column.
• Write down option to column and row; A to row second, cell first from left and A to row first,
cell second from left; B to row third, cell first from left and B to row first, cell third from left etc;
column seventh is total point.
• Identify importance from 0 (no difference) to 3 (major difference).
• Compare element “A” to B, C, D, E and place “point” at each cell.
• Finally, consolidate the results by adding up the total of all the values for each of the options.
You may want to convert these values into a percentage of the total score.
-----------------------------
9.Forced Choice Method
In this method, the appraiser is asked to choose from two pairing statements which may appear
equally positive and negative. However, the statements dictate the performance of the employee.
An excellent example of this can be "works harder" and "works smarter". The appraiser selects a
statement without having knowledge of the favorable or the unfavorable one. This method works
in companies where the appraiser shows a tendency to under-evaluate or over-evaluate the
employees. Also, it is very costly to implement and does not serve the purpose of developing the
employees. It can also frustrate the appraiser as he does not know which is the right option.
-----------------------------
10.Forced Distribution Method
In this method, the appraiser rates employees according to a specific distribution. For example,
out of a set of 5 employees, 2 will get evaluated as high, 2 will get evaluated as average while 1
will be in the low category. This method has several benefits as it tries to eliminate the leniency
and central tendency of the appraiser. However, its biggest drawback is the fact that it
encourages discrimination among the employees. Another major problem with this method is
that it dictates that there will be forced distribution of grades even when all the employees are
doing a good job.
-----------------------------
Advantages and disadvantages of forced Ranking
Advantages:
• They force reluctant managers to make difficult decisions and identify the most and least
talented members of the work group.
Job Performance Evaluation Form
Page 16
17. • They create and sustain a high performance culture in which the workforce continuously
improves.
Disadvantages
• They increase unhealthy cut-throat competitiveness;
• They discourage collaboration and teamwork;
• They harm morale;
• They are legally suspect giving rise to age discrimination cases.
-----------------------------
11.Essay Evaluation Method
In the essay method of evaluation the appraiser writes an elaborate statement about the employee
who is being evaluated. He mentions the employee's strengths and weaknesses. He also suggests
ways to improve his performance and appreciates the good qualities. This essay can be prepared
by the appraiser alone or together with the employee. As the criteria for evaluation is not defined,
it helps the appraiser to focus on the areas that actually need improvement. This open-ended
method accords flexibility and eliminates rigidity which is observed in criteria-driven
evaluations. However, it is a highly time-consuming and subjective method, and may not
necessarily work for the benefit of the organization.
-----------------------------
Essay evaluation is a non-quantitative technique
This method is advantageous in at least one sense, i.e., the essay provides a good deal of
information about the employee and also reveals more about the evaluator. The essay evaluation
method however, suffers from the following limitations:
It is highly subjective; the supervisor may write a biased essay. The employees who are
sycophants will be evaluated more favorably then other employees.
Some evaluators may be poor in writing essays on employee performance. Others may be
superficial in explanation and use flowery language which may not reflect the actual
performance of the employee. It is very difficult to find effective writers nowadays.
The appraiser is required to find time to prepare the essay. A busy appraiser may write
the essay hurriedly without properly assessing the actual performance of the worker. On the
other hand, appraiser takes a long time, this becomes uneconomical from the view point of the
firm, because the time of the evaluator (supervisor) is costly.
12.Performance Test and Observation Method
This method deals with testing the knowledge or skills of the employees. It can be implemented
in the form of a written test or can be based on the actual presentation of skills. The test must be
conceived by the human resources department and conducted by a reliable evaluator who has in-
depth knowledge about the field of the test. There can be bias if the performance is evaluated on
the presentation of skills. However, a written test can be a reliable yardstick to measure the
knowledge. Tests will also enable the management to check the potential of employees.
However, if the human resources department decides to outsource the compilation of the test, it
may incur additional cost for the organization.
Job Performance Evaluation Form
Page 17
18. Fields/positions related to performance appraisal:
The above performance appraisal can be used for fields as:
construction, manufacturing, healthcare, non profit, advertising, agile, architecture, automotive,
agency, budget, building, business development, consulting, communication, clinical research,
design, software development, product development, interior design, web development,
engineering, education, events, electrical, exhibition, energy, ngo, finance, fashion, green card,
oil gas, hospital, it, marketing, media, mining, nhs, non technical, oil and gas, offshore,
pharmaceutical, real estate, retail, research, human resources, telecommunications, technology,
technical, senior, digital, software, web, clinical, hr, infrastructure, business, erp, creative, ict,
hvac, sales, quality management, uk, implementation, network, operations, architectural,
environmental, crm, website, interactive, security, supply chain, logistics, training, project
management, administrative management…
The above performance appraisal also can be used for job title levels:
entry level, junior, senior, assistant, associate, administrator, clerk, coordinator, consultant,
controller, director, engineer, executive, leader, manager, officer, specialist, supervisor, VP…
Job Performance Evaluation Form
Page 18